Three Fallacies About Generational Disparities in IT Hiring

The most successful teams are made up of people from all generations. It’s time to bust these misconceptions regarding different age groups of employees. 

Although generational stereotypes are not necessarily derogatory, they can be detrimental and impede the ability to design and execute the solutions that users desire. Many people believe that the younger workers are the most innovative, whereas the older workers are technophobic and averse to change. 

While the perception may be true for certain people in each generation, it is not confirmed by facts in the majority of cases. Here are three generational fallacies that should be debunked.

Millennials and Generation Z make up the most innovative groups

Even though most firms recognize that racially diverse teams boost innovation, many leaders still don’t grasp how generational diversity may help teams. However, as technological services no longer cater solely to younger generations, how can teams serve the needs of some of their most influential consumer segments without first understanding their viewpoints? 

The most diverse IT teams are the most innovative, and hiring managers should take age diversity into account when creating workplaces that embrace a range of thought perspectives.

Since older people are working longer, there are now four generations in the workforce, which is unprecedented. Understanding each person’s conduct and intentions necessitates connecting with their perspectives, which can differ depending on upbringing and historical events. Creating a varied collective of ideas on a single team that acknowledges and taps into the motivations of these four generations will result in robust, innovative solutions. 

Also Read: Top 5 IT Hiring Faux Pas that are best avoided

Millennials and Generation Z are technologically addicted

Of course, the youngest two generations are well-versed in current technology and can swiftly adjust to changing software and systems. However, they do not want to rely on technology for everything. 

According to The Gen Z and Millennials Collide at Work, 39% of Millennials and Gen Zers prefer face-to-face communication with coworkers above email (16%), texting (7%), instant messaging (10%), and videoconferencing (6%). 

Younger generations will stay on the team for a longer period of time

Hiring managers who meet with job seekers and look for people to fill positions should keep the following in mind: Older employees tend to stay on teams for the same amount of time as their younger counterparts, if not longer. According to a 2021 CareerBuilder poll, “Millennials or Gen Z: Who’s doing the most job-hopping,” workers aged 57 to 75 years old stay in their jobs for an average of eight years and three months, but the generations behind them trail behind: On average, Gen Z stays on teams for two years and three months, whereas Gen X stays in jobs for three years less than Baby Boomers.

It’s a prevalent misconception that older workers are planning their retirement and will leave soon. On the other hand, the Baby Boomer generation recognizes the value of work that allows them to live comfortably and is less likely to be hunting for the next great thing. Hiring managers may be missing out on the experience and longevity of older workers by presuming that younger personnel have more staying power than older ones. Hiring managers should not disregard older generations if they want to optimize the benefits of long-term retention.